Professional security contract (CSP)
Verified 06 August 2026 - Entreprendre Service Public / (Prime Minister)
The CSP allows the employee whose economic dismissal is envisaged to benefit, after the termination of the employment contract, from a set of measures giving rise to an accelerated reclassification offered by France Travail (formerly Job center). During the CSP, the employee receives compensation from France Travail. The regulations are different depending on the seniority of the employee: 1 year or more or less than 1 year. We present you the information to know.
1 year or more
The employer's obligation to offer the CSP differs depending on the company's workforce. However, in the event of liquidation or judicial reorganization of the company, the CSP is obligatorily offered.
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Company with less than 1,000 employees
The FMC must be proposed.
Company of 1,000 or more employees
The company does not offer the benefit of the CSP.
However, the company must offer the reclassification leave.
Company for administration or bankruptcy
The FMC must be offered if the company is judicial reorganization or liquidation.
The employee in CDI: titleContent whose economic dismissal is envisaged may benefit from the CSP.
The timing of the CSP proposal differs depending on the number of employees made redundant over a 30-day period:
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Dismissal of less than 10 employees over a period of 30 days
The FMC is proposed during thepre-interview to dismissal.
Dismissal of more than 10 employees over a period of 30 days
The timing of the PESCO's proposal differs depending on the size of the company:
Company with less than 50 employees
The timing of the PSC proposal differs depending on whether or not a CSE: titleContent in the company:
Company with CSE
The information document of the CSP is given to each employee concerned, against receipt, at the end of the last consultation meeting of the elected representatives of the staff.
Company without CSE
If the company does not have a CSE, the employer shall submit the FMC information document at the time of thepre-interview to dismissal.
Company of more than 50 employees
In the context of a dismissal on economic grounds subject to a PES: titleContent, the employer shall provide each employee concerned with the information document relating to the CSP, against receipt, from the day following notification of:
- Either the decision to validate the collective agreement relating to the PES by the Dreets: titleContent
- Either the decision approving the unilateral document of the employer setting the content of the PSE by the Dreets.
Yes, the employee has a reflection period of 21 calendar days.
The starting point for the cooling-off period is the day after the day on which the employer submits the FMC information document.
The date of delivery of the information document to the employee and the end date of the 21-day cooling-off period after delivery of this information document are indicated by the employer on the CSP's acceptance form.
Example :
If the information document is given to the employee on July 3, 2026, the reflection period will end on July 24, 2026 at midnight.
During this reflection period, the employee can benefit from an information interview conducted by France Travail.
During this interview, it will be checked in particular whether the employee can benefit from the CSP scheme. The employee is informed of the amount of the Professional Security Allowance (ASP).
Please note
If the dismissal concerns a protected employee, the authorization of the labor inspector is mandatory. The 21-day period is then extended to the day following the date of the labor inspector's decision communicated to the employer.
If the employee refuses to join the CSP or does not respond within the 21-day reflection period, the employer notified dismissal.
The employee shall receive the following allowances if he meets the conditions:
The employee may receive unemployment benefit to help people return to work (ARE) if it meets the conditions.
If the employee agrees to benefit from the CSP within the 21-day reflection period, his employment contract shall be terminated by mutual agreement on the end date of the reflection period.
The employer shall submit the end of contract documents to the employee.
The written statement stating the economic cause of the termination must be given to the employee during the dismissal procedure and at the latest at the time of acceptance of the CSP.
No, the 21-day reflection period cannot be diminished. The employee may reconsider his decision throughout this period and until the end of the 21 days.
The duration of the FMC is 12 months maximum.
Yes, the employee can receive different allowances from the employer if he accepts the CSP.
Severance pay
The employee receives severance pay if he meets the seniority requirements.
Compensation for notice
The employment contract shall be terminated by mutual agreement at the end of the reflection period. There is no notice.
The employer pays France Travail, to participate in the financing of the CSP, the equivalent of the compensation for notice that the employee should have received in case of dismissal without CSP.
If the amount of the notice is greater than 3 months of salary, the part of compensation greater than these 3 months will be paid to the employee by the employer upon termination of his employment contract.
Compensatory allowance for paid leave
The employee may receive a compensatory allowance for paid leave.
The employee is entitled to the payment of the Professional Security Allowance (ASP).
The employee is entitled to an allowance equal to 75% from reference daily wage.
This allowance is at least equivalent to the amount of return to work allowance (ARE) which the employee would have received in the event of dismissal without a CSP.
It is possible to estimate the amount of unemployment benefits using a simulator:
Guide to the simulators of allowances and aids of France Travail (formerly Job center)
The CSP ends before its end if the employee is in one of the following situations:
- Refusal (without legitimate grounds) of a reclassification and training action
- Refusal on 2 occasions of a reasonable job offer
- Inaccurate statements or false statements in order to benefit from the CSP
- Resumption of activity in CDD: titleContent of at least 6 months or CDI: titleContent.
If, at the end of the CSP, the employee is still looking for a job, he can receive unemployment benefit to help people return to work (ARE).
The ARE is paid without deferred compensation, or wait time.
The duration of the compensation shall be reduced by the number of days during which the employee has received the Professional Security Allowance (ASP).
Less than 1 year of service
The employer's obligation to offer the CSP differs depending on the company's workforce. However, in the event of liquidation or judicial reorganization of the company, the CSP is obligatorily offered.
Répondez aux questions successives et les réponses s’afficheront automatiquement
Company with less than 1,000 employees
The FMC must be proposed.
Company of 1,000 or more employees
The company does not offer the benefit of the CSP.
However, the company must offer the reclassification leave.
Company for administration or bankruptcy
The FMC must be offered if the company is judicial reorganization or liquidation.
The employee in CDI: titleContent whose economic dismissal is envisaged may benefit from the CSP.
The timing of the CSP proposal differs depending on the number of employees made redundant over a 30-day period:
Répondez aux questions successives et les réponses s’afficheront automatiquement
Dismissal of less than 10 employees over a period of 30 days
The FMC is proposed during thepre-interview to dismissal.
Dismissal of more than 10 employees over a period of 30 days
The timing of the PESCO's proposal differs depending on the size of the company:
Company with less than 50 employees
The timing of the PSC proposal differs depending on whether or not a CSE: titleContent in the company:
Company with CSE
The information document of the CSP is given to each employee concerned, against receipt, at the end of the last consultation meeting of the elected representatives of the staff.
Company without CSE
If the company does not have a CSE, the employer shall submit the FMC information document at the time of thepre-interview to dismissal.
Company of more than 50 employees
In the context of a dismissal on economic grounds subject to a PES: titleContent, the employer shall provide each employee concerned with the information document relating to the CSP, against receipt, from the day following notification of:
- Either the decision to validate the collective agreement relating to the PES by the Dreets: titleContent
- Either the decision approving the unilateral document of the employer setting the content of the PSE by the Dreets.
Yes, the employee has a reflection period of 21 calendar days.
The starting point for the cooling-off period is the day after the day on which the employer submits the FMC information document.
The date of delivery of the information document to the employee and the end date of the 21-day cooling-off period after delivery of this information document are indicated by the employer on the CSP's acceptance form.
Example :
If the information document is given to the employee on July 3, 2026, the reflection period will end on July 24, 2026 at midnight.
During this reflection period, the employee can benefit from an information interview conducted by France Travail.
During this interview, it will be checked in particular whether the employee can benefit from the CSP scheme. The employee is informed of the amount of the Professional Security Allowance (ASP).
Please note
If the dismissal concerns a protected employee, the authorization of the labor inspector is mandatory. The 21-day period is then extended to the day following the date of the labor inspector's decision communicated to the employer.
If the employee refuses to join the CSP or does not respond within the 21-day reflection period, the employer notified dismissal.
The employee shall receive the following allowances if he meets the conditions:
The employee may receive unemployment benefit to help people return to work (ARE) if it meets the conditions.
If the employee agrees to benefit from the CSP within the 21-day reflection period, his employment contract shall be terminated by mutual agreement on the end date of the reflection period.
The employer shall submit the end of contract documents to the employee.
The written statement stating the economic cause of the termination must be given to the employee during the dismissal procedure and at the latest at the time of acceptance of the CSP.
No, the 21-day reflection period cannot be diminished. The employee may reconsider his decision throughout this period and until the end of the 21 days.
The duration of the FMC is 12 months maximum.
Yes, the employee can receive different allowances from the employer if he accepts the CSP.
Severance pay
The employee receives severance pay if he meets the seniority requirements.
Compensation for notice
The employee receives compensation for notice.
The amount of the compensation corresponds to what the employee should have received in the event of dismissal without CSP.
Compensatory allowance for paid leave
The employee may receive a compensatory allowance for paid leave.
The employee is entitled to the payment of the Professional Security Allowance (ASP).
Its amount is equal to the amount of return to work allowance (ARE).
It is possible to estimate the amount of unemployment benefits using this simulator:
Guide to the simulators of allowances and aids of France Travail (formerly Job center)
The CSP ends before its end if the employee is in one of the following situations:
- Refusal (without legitimate grounds) of a reclassification and training action
- Refusal on 2 occasions of a reasonable job offer
- Inaccurate statements or false statements in order to benefit from the CSP
- Resumption of activity in CDD: titleContent of at least 6 months or CDI: titleContent.
If, at the end of the CSP, the employee is still looking for a job, he can receive unemployment benefit to help people return to work (ARE).
The ARE is paid without deferred compensation, or wait time.
The duration of the compensation shall be reduced by the number of days during which the employee has received the Professional Security Allowance (ASP).
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